Common use of GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES Clause in Contracts

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where a dispute occurs, it provides a means of settlement based on consultation, co-operation and discussion with the aim of the avoidance of interruption to work performance. 23.2 Except where a bona fide health and safety issue is involved, during any dispute the status quo existing immediately prior to the matter giving rise to the dispute will remain. Work will continue as it was prior to the matter giving rise to dispute. 23.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 All parties have a right to seek representation in order to resolve any dispute. 23.5 Any grievance or dispute will be handled as follows: 22.5.1 Stage 1 Discussions between the employee/s and supervisor. 22.5.2 Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate. 22.5.3 Stage 3 Discussions involving employees and/or nominated representatives or delegates and the relevant agency management representative or nominated delegate. At this stage, discussions may include representatives of the CE, DPC. 23.6 A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages of the procedure all relevant facts will be clearly identified and recorded. 23.8 Sensible time limits will be allowed for the completion of the various stages of the discussions. Discussions outlined in each of the first two stages above should, if possible, take place within 24 hours after the request of the employee/s or their representative. 23.9 Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices.

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 ‌ 26.1 This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where a dispute occurs, it provides a means of settlement based on consultation, co-operation and discussion with the aim of the avoidance of interruption to work performance. 23.2 26.2 Except where a bona fide health and safety issue is involved, during any dispute the status quo existing immediately prior to the matter giving rise to the dispute will remain. Work will continue as it was prior to the matter giving rise to dispute. 23.3 26.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 26.4 All parties have a right to seek representation in order to resolve any dispute. 23.5 26.5 Any grievance or dispute dispute, except for workload disputes which are dealt with in accordance with sub-clause 26.11 of this clause will be handled as follows: 22.5.1 : Stage 1 Discussions between the employee/s and supervisor. 22.5.2 . Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate. 22.5.3 . Stage 3 Discussions involving employees and/or nominated representatives or delegates and the relevant agency management representative or nominated delegate. At this stage, discussions may include representatives of the CE, DPC. 23.6 26.6 A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 26.7 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages of the procedure all relevant facts will be clearly identified and recorded. 23.8 26.8 Sensible time limits will be allowed for the completion of the various stages of the discussions. Discussions outlined in each of the first two stages above should, if possible, take place within 24 hours after the request of the employee/s or their representative. 23.9 26.9 Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 26.10 The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices. 26.11 Any grievance or dispute concerning workload will be handled as follows: 26.11.1 The employee/s will notify their manager in writing of the workload issue/s. 26.11.2 The manager should initiate discussions with the employee/s within 24 hours. 26.11.3 Should the matter not be resolved discussions should occur between the employee, employee’s representative, the employee’s manager and the relevant Director. 26.11.4 If the matter remains unresolved a record of the discussions at sub-clause 26.11.3 shall be forwarded to the Chief Executive who may issue directions as to the issue/s.

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 12.1 This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where disputes, or where a dispute occurs, it provides to provide a means of settlement based on consultation, co-co- operation and discussion with the aim of the avoidance of interruption disruption to work performance. 23.2 12.2 Except where a bona fide health and safety issue is involved, during any dispute the status quo existing immediately prior to the matter giving rise to the dispute will remain. Work will continue as it was prior to the matter giving rise to dispute. 23.3 12.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 12.4 All parties have a right to seek representation in order to resolve any dispute. 23.5 12.5 Any grievance or dispute will be handled as follows: 22.5.1 Stage 1 Discussions between the employee/s and supervisor. 22.5.2 Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate. 22.5.3 . Lotteries Commission of South Australia Enterprise Agreement, 2005 Lotteries Commission of South Australia Enterprise Agreement 2005 – Schedule 2 Stage 3 Discussions involving employees and/or nominated representatives or delegates and the relevant agency management representative or nominated delegate. At this stage, discussions Discussions may include representatives of the CE, DPCChief Executive of the Department for Administrative and Information Services. 23.6 12.6 A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 12.7 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages of the procedure all relevant facts will be clearly identified and recorded. 23.8 12.8 Sensible time limits will be allowed for the completion of the various stages of the discussions. Discussions outlined in each of the first two stages above should, if possible, take place within 24 hours after the request of the employee/s or their representative. 23.9 12.9 Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 12.10 The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices.

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 25.1 This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where a dispute occurs, it provides a means of settlement based on consultation, co-operation and discussion with the aim of the avoidance of interruption to work performance. 23.2 25.2 Except where a bona fide health and safety issue is involved, during any dispute the status quo existing immediately prior to the matter giving rise to the dispute will remain. Work will continue as it was prior to the matter giving rise to dispute. 23.3 25.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 25.4 All parties have a right to seek representation in order to resolve any dispute. 23.5 25.5 Any grievance or dispute dispute, except for workload disputes which are dealt with in accordance with sub-clause 25.11 of this clause will be handled as follows: 22.5.1 Stage 1 Discussions between the employee/s and supervisor. 22.5.2 Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate. 22.5.3 Stage 3 Discussions involving employees and/or nominated representatives or delegates and the relevant agency management representative or nominated delegate. At this stage, discussions may include representatives of the CE, DPC. 23.6 25.6 A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 25.7 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages of the procedure all relevant facts will be clearly identified and recorded. 23.8 25.8 Sensible time limits will be allowed for the completion of the various stages of the discussions. Discussions outlined in each of the first two stages above should, if possible, take place within 24 hours after the request of the employee/s or their representative. 23.9 25.9 Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 25.10 The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices. 25.11 Any grievance or dispute concerning workload will be handled as follows: 25.11.1 The employee/s will notify their manager in writing of the workload issue/s. 25.11.2 The manager should initiate discussions with the employee/s within 24 hours. 25.11.3 Should the matter not be resolved, discussions should occur between the employee, employee’s representative, the employee’s manager and the relevant Director.‌ 25.11.4 If the matter remains unresolved a record of the discussions at paragraph 25.11.3 shall be forwarded to the Chief Executive, or in the case of an incorporated hospital or health centre, the Chief Executive Officer, who may issue directions as to the issue/s.

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 This 12.1 It is the intent of this procedure aims to avoid encourage communication at all stages of the process to find a satisfactory solution to any dispute. 12.2 Any grievance, industrial disputes dispute or matter likely to create a dispute shall be dealt with in the agencies covered by this Enterprise Agreementfollowing manner: 12.2.1 The employee representative and the employer shall notify each other in writing the names of their duly accredited representatives and deputies who would be responsible for matters arising on the job. Where a dispute occurs, it provides a means The employee representatives will be entitled to make representations on behalf of settlement based on employees and the employer representatives will be responsible for dealing with matters raised. 12.2.2 The accredited representatives shall make themselves available for consultation, co-operation and discussion . 12.2.3 The employee or employee representative should discuss any matter affecting an employee with the aim supervisor in charge of the avoidance of interruption to work performancesection or sections in which the grievance, dispute or likely dispute exists. Consultation must occur within 24 hours or as agreed between the parties. 23.2 Except 12.2.4 If the matter is not resolved at this level either party may refer the matter to an appropriate manager who shall arrange a conference to discuss the issue. 12.2.5 If the matter remains unresolved, the employee or employee representative shall advise the appropriate Union official and a conference will be arranged with the relevant manager to discuss the matter. 12.2.6 If the grievance, dispute or likely dispute is not resolved either party may refer the matter to the Single Bargaining Centre for discussion. At this stage, discussions may include representatives of the Commissioner for Public Employment. 12.2.7 If the matter remains unresolved in accordance with these procedures either party may refer the matter to the Commission for conciliation. 12.2.8 At any stage in the procedure after consultation between the parties has taken place either party may request, and be entitled to receive, a response to its representations within a reasonable time as may be agreed upon between the parties. 12.2.9 Without prejudice to either party, and except where a bona fide health and safety issue is involved, during any dispute the work should continue on a status quo existing immediately prior basis while matters in dispute are being dealt with in accordance with these procedures. “On a status quo basis” shall mean the work situation in place at the time the matter was first raised in accordance with these provisions. 12.2.10 If there is undue delay on the part of any party in responding to the matter giving rise to creating a grievance, dispute or likely dispute the dispute will remain. Work will continue as it was prior to party complaining of the delay may take the matter giving rise to dispute. 23.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 All parties have a right to seek representation in order to resolve any dispute. 23.5 Any grievance or dispute will be handled as follows: 22.5.1 Stage 1 Discussions between the employee/s and supervisor. 22.5.2 Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate. 22.5.3 Stage 3 Discussions involving employees and/or nominated representatives or delegates and the relevant agency management representative or nominated delegate. At this stage, discussions may include representatives of the CE, DPC. 23.6 A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages another level of the procedure all relevant facts will be clearly identified and recordedif the party believes it is desirable to do so. 23.8 Sensible time limits 12.2.11 These procedures will be allowed for not restrict the completion of the various stages of the discussions. Discussions outlined in employer or employee representatives making representations to each of the first two stages above should, if possible, take place within 24 hours after the request of the employee/s or their representativeother. 23.9 Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices.

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where a dispute occurs, it provides a means of settlement based on consultation, co-operation and discussion with the aim of the avoidance of interruption to work performance. 23.2 Except where a bona fide health and safety issue is involved, during any dispute the status quo existing immediately prior to the matter giving rise to the dispute will remain. Work will continue as it was prior to the matter giving rise to dispute. 23.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 All parties have a right to seek representation in order to resolve any dispute. 23.5 Any grievance or dispute dispute, except for workload disputes which are dealt with in accordance with sub-clause 23.11 of this clause will be handled as follows: 22.5.1 Stage 1 Discussions between the employee/s and supervisor. 22.5.2 . Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate. 22.5.3 . Stage 3 Discussions involving employees and/or nominated representatives or delegates and the relevant agency management representative or nominated delegate. At this stage, discussions may include representatives of the CE, DPC. 23.6 A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages of the procedure all relevant facts will be clearly identified and recorded. 23.8 Sensible time limits will be allowed for the completion of the various stages of the discussions. Discussions outlined in each of the first two stages above should, if possible, take place within 24 hours after the request of the employee/s or their representative. 23.9 Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices. 23.11 Any grievance or dispute concerning workload will be handled as follows: 23.11.1 The employee/s will notify their manager in writing of the workload issue/s. 23.11.2 The manager should initiate discussions with the employee/s within 24 hours. 23.11.3 Should the matter not be resolved discussions should occur between the employee, employee’s representative, the employee’s manager and the relevant Director. 23.11.4 If the matter remains unresolved a record of the discussions at sub-clause 24.11.3 shall be forwarded to the Chief Executive, or in the case of an incorporated hospital or health centre, its Chief Executive Officer, who may issue directions as to the issue/s.

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 This 22.1 It is the intent of this procedure aims to avoid encourage communication at all stages of the process to find a satisfactory solution to any dispute. 22.2 Any grievance, industrial disputes dispute or matter likely to create a dispute shall be dealt with in the agencies covered by this Enterprise Agreementfollowing manner: 22.2.1 The employee representative and the employer shall notify each other in writing the names of their duly accredited representatives and deputies who would be responsible for matters arising on the job. Where a dispute occurs, it provides a means The employee representatives will be entitled to make representations on behalf of settlement based on employees and the employer representatives will be responsible for dealing with matters raised. 22.2.2 The accredited representatives shall make themselves available for consultation, co-operation and discussion . 22.2.3 The employee or employee representative should discuss any matter affecting an employee with the aim supervisor in charge of the avoidance of interruption to work performancesection or sections in which the grievance, dispute or likely dispute exists. Consultation must occur within 24 hours or as agreed between the parties. 23.2 Except 22.2.4 If the matter is not resolved at this level either party may refer the matter to an appropriate manager who shall arrange a conference to discuss the issue. 22.2.5 If the matter remains unresolved, the employee or employee representative shall advise the appropriate Union official and a conference will be arranged with the relevant manager to discuss the matter. 22.2.6 If the grievance, dispute or likely dispute is not resolved either party may refer the matter to the Single Bargaining Centre for discussion. At this stage, discussions may include representatives of the Commissioner for Public Employment. 22.2.7 If the matter remains unresolved in accordance with these procedures either party may refer the matter to the Australian Industrial Relations Commission for conciliation. 22.2.8 At any stage in the procedure after consultation between the parties has taken place either party may request, and be entitled to receive, a response to its representations within a reasonable time as may be agreed upon between the parties. 22.2.9 Without prejudice to either party, and except where a bona fide health and safety issue is involved, during any dispute the work should continue on a status quo existing immediately prior basis while matters in dispute are being dealt with in accordance with these procedures. “On a status quo basis” shall mean the work situation in place at the time the matter was first raised in accordance with these provisions. 22.2.10 If there is undue delay on the part of any party in responding to the matter giving rise to creating a grievance, dispute or likely dispute the dispute will remain. Work will continue as it was prior to party complaining of the delay may take the matter giving rise to dispute. 23.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 All parties have a right to seek representation in order to resolve any dispute. 23.5 Any grievance or dispute will be handled as follows: 22.5.1 Stage 1 Discussions between the employee/s and supervisor. 22.5.2 Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate. 22.5.3 Stage 3 Discussions involving employees and/or nominated representatives or delegates and the relevant agency management representative or nominated delegate. At this stage, discussions may include representatives of the CE, DPC. 23.6 A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages another level of the procedure all relevant facts will be clearly identified and recordedif the party believes it is desirable to do so. 23.8 Sensible time limits 22.2.11 These procedures will be allowed for not restrict the completion of the various stages of the discussions. Discussions outlined in employer or employee representatives making representations to each of the first two stages above should, if possible, take place within 24 hours after the request of the employee/s or their representativeother. 23.9 Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices.

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 8.1. This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where disputes, or where a dispute occurs, it provides to provide a means of settlement based on consultation, co-operation cooperation and discussion with the aim of and the avoidance of interruption to work performance. 23.2 Except where a bona fide health and safety issue is involved, during . During any dispute the status quo existing immediately prior to the matter giving rise to the dispute will remain. Work remain and work will continue as it was prior to the matter giving rise to dispute. 23.3 dispute without stoppage or the imposition of any ban, limitation or restriction. No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 8.2. Any grievance or dispute will be handled as follows: All parties have a right to seek representation in order to resolve any dispute. 23.5 Any grievance or dispute will be handled as follows: 22.5.1 . • Stage 1 Discussions Discussion between the employee/s and supervisor. 22.5.2 /local manager. • Stage 2 Discussions involving the employee/s and/or and nominated representatives or delegates with the relevant agency management representative Industrial Relations Manager or nominated delegate. 22.5.3 . • Stage 3 Discussions involving employees and/or nominated representatives or delegates and with the relevant agency management representative or nominated delegateIndustrial Relations Manager. At this stage, discussions may include representatives of the CEDepartment of the Premier and Cabinet, DPC. 23.6 Public Sector Workforce Division. A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 8.3. There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages of the procedure all relevant facts will be clearly identified and recorded. 23.8 8.4. Sensible time limits will be allowed for the completion of the various stages of the discussions. Discussions outlined in each of the first two stages above shouldStages 1 and 2 above, should if possible, take place within 24 hours after the request of the employee/s or their the employee’s representative. 23.9 . Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances grievances, the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 . The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices.

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 8.1 This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where disputes, or where a dispute occurs, it provides occurs to provide a means of settlement based on consultation, co-operation cooperation and discussion with the aim of and the avoidance of interruption to work performance. 23.2 Except where a bona fide health and safety issue is involved, during . During any dispute the status quo existing immediately prior to the matter giving rise to the dispute will remain. Work remain and work will continue as it was prior to the matter giving rise to dispute. 23.3 dispute without stoppage or the imposition of any ban, limitation or restriction. No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 8.2 Any grievance or dispute will be handled as follows: All parties have a right to seek representation in order to resolve any dispute. 23.5 Any grievance or dispute will be handled as follows: 22.5.1 . • Stage 1 Discussions Discussion between the employee/s and supervisor. 22.5.2 /local manager. • Stage 2 Discussions involving the employee/s and/or and nominated representatives or delegates with the relevant agency management representative Industrial Relations Manager or nominated delegate. 22.5.3 . • Stage 3 Discussions involving employees and/or nominated representatives or delegates and with the relevant agency management representative or nominated delegateIndustrial Relations Manager. At this stage, discussions may include representatives of the CEDepartment of Administrative and Information Services, DPC. 23.6 Public Sector Workforce Relations. A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 8.3 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages of the procedure all relevant facts will be clearly identified and recorded. 23.8 8.4 Sensible time limits will be allowed for the completion of the various stages of the discussions. Discussions outlined in each of the first two stages above shouldStages 1 and 2 above, should if possible, take place within 24 hours after the request of the employee/s or their the employee’s representative. 23.9 . Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances grievances, the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 . The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices.

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 35.1 This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where a dispute occurs, it provides a means of settlement based on consultation, co-operation and discussion with the aim of the avoidance of interruption to work performance. 23.2 35.2 Except where a bona fide health and safety issue is involved, during any dispute the status quo existing immediately prior to the matter giving rise to the dispute will remain. Work will continue as it was prior to the matter giving rise to dispute. 23.3 35.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 35.4 All parties have a right to seek representation in order to resolve any dispute. 23.5 35.5 Any grievance or dispute dispute, except for workload disputes which are dealt with in accordance with sub-clause 35.11 of this clause will be handled as follows: 22.5.1 : Stage 1 Discussions between the employee/s and supervisor. 22.5.2 . Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate. 22.5.3 . Stage 3 Discussions involving employees and/or nominated representatives or delegates and the relevant agency management representative or nominated delegate. At this stage, discussions may include representatives of the CE, DPCDTF. 23.6 35.6 A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 35.7 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages of the procedure all relevant facts will be clearly identified and recorded. 23.8 35.8 Sensible time limits will be allowed for the completion of the various stages of the discussions. Discussions outlined in each of the first two stages above should, if possible, take place within 24 hours after the request of the employee/s or their representative. 23.9 35.9 Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, SAET where appropriate. In order to allow for peaceful resolution of grievances the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 35.10 The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices. 35.11 Any grievance or dispute concerning workload will be handled as follows: 35.11.1 The employee/s will notify their manager in writing of the workload issue/s. 35.11.2 The manager should initiate discussions with the employee/s within 24 hours. 35.11.3 Should the matter not be resolved, discussions should occur between the employee, employee’s representative, the employee’s manager and the relevant Director. 35.11.4 If the matter remains unresolved a record of the discussions at paragraph 35.11.3 shall be forwarded to the Chief Executive, or in the case of an incorporated hospital or health centre, the Chief Executive Officer, who may issue directions as to the issue/s.

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 35.1 This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where a dispute occurs, it provides a means of settlement based on consultation, co-operation and discussion with the aim of the avoidance of interruption to work performance. 23.2 35.2 Except where a bona fide health and safety issue is involved, during any dispute the status quo existing immediately prior to the matter giving rise to the dispute will remain. Work will continue as it was prior to the matter giving rise to dispute. 23.3 35.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 35.4 All parties have a right to seek representation in order to resolve any dispute. 23.5 35.5 Any grievance or dispute dispute, except for workload disputes which are dealt with in accordance with sub-clause 35.11 of this clause will be handled as follows: 22.5.1 : Stage 1 Discussions between the employee/s and supervisor. 22.5.2 . Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate. 22.5.3 . Stage 3 Discussions involving employees and/or nominated representatives or delegates and the relevant agency management representative or nominated delegate. At this stage, discussions may include representatives of the CE, DPC. 23.6 35.6 A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 35.7 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages of the procedure all relevant facts will be clearly identified and recorded. 23.8 35.8 Sensible time limits will be allowed for the completion of the various stages of the discussions. Discussions outlined in each of the first two stages above should, if possible, take place within 24 hours after the request of the employee/s or their representative. 23.9 35.9 Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 35.10 The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices. 35.11 Any grievance or dispute concerning workload will be handled as follows: 35.11.1 The employee/s will notify their manager in writing of the workload issue/s. 35.11.2 The manager should initiate discussions with the employee/s within 24 hours. 35.11.3 Should the matter not be resolved, discussions should occur between the employee, employee’s representative, the employee’s manager and the relevant Director. 35.11.4 If the matter remains unresolved a record of the discussions at paragraph 35.11.3 shall be forwarded to the Chief Executive, or in the case of an incorporated hospital or health centre, the Chief Executive Officer, who may issue directions as to the issue/s.

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 26.1 This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise Agreement. Where a dispute occurs, it provides a means of settlement based on consultation, co-operation and discussion with the aim of the avoidance of interruption to work performance. 23.2 26.2 Except where a bona fide health and safety issue is involved, during any dispute the status quo existing immediately prior to the matter giving rise to the dispute will remain. Work will continue as it was prior to the matter giving rise to dispute. 23.3 26.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 26.4 All parties have a right to seek representation in order to resolve any dispute. 23.5 26.5 Any grievance or dispute dispute, except for workload disputes which are dealt with in accordance with sub-clause 26.11 of this clause will be handled as follows: 22.5.1 : Stage 1 Discussions between the employee/s and supervisor. 22.5.2 . Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate. 22.5.3 . Stage 3 Discussions involving employees and/or nominated representatives or delegates and the relevant agency management representative or nominated delegate. At this stage, discussions may include representatives of the CE, DPC. 23.6 26.6 A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 26.7 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages of the procedure all relevant facts will be clearly identified and recorded. 23.8 26.8 Sensible time limits will be allowed for the completion of the various stages of the discussions. Discussions outlined in each of the first two stages above should, if possible, take place within 24 hours after the request of the employee/s or their representative. 23.9 26.9 Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 26.10 The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices. 26.11 Any grievance or dispute concerning workload will be handled as follows: 26.11.1 The employee/s will notify their manager in writing of the workload issue/s. 26.11.2 The manager should initiate discussions with the employee/s within 24 hours. 26.11.3 Should the matter not be resolved discussions should occur between the employee, employee’s representative, the employee’s manager and the relevant Director. 26.11.4 If the matter remains unresolved a record of the discussions at sub-clause 26.11.3 shall be forwarded to the Chief Executive who may issue directions as to the issue/s.

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 15.1 This procedure aims to avoid industrial disputes in the agencies covered by this Enterprise AgreementGovernment House. Where a dispute occurs, it provides a means of settlement based on consultation, co-operation and discussion with the aim of the avoidance of interruption to work performance. 23.2 15.2 Except where a bona fide health and safety issue is involved, during any dispute the status quo existing immediately prior to the matter giving rise to the dispute will remain. Work will continue as it was prior to the matter giving rise to dispute. 23.3 15.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 15.4 All parties have a right to seek representation in order to resolve any dispute. 23.5 15.5 Any grievance or dispute will be handled as follows: 22.5.1 15.5.1 Stage 1 Discussions between the employee/s and supervisor. 22.5.2 15.5.2 Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate. 22.5.3 15.5.3 Stage 3 Discussions involving employees and/or nominated representatives or delegates and the relevant agency management representative or nominated delegate. At this stage, discussions may include representatives of the CE, DPCDAIS (from Public Sector Workforce Relations) and/or Department of Premier and Cabinet (from the Human Resources Section). 23.6 15.6 A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 15.7 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages of the procedure all relevant facts will be clearly identified and recorded. 23.8 15.8 Sensible time limits will be allowed for the completion of the various stages of the discussions. Discussions outlined in each of the first two stages above should, if possible, take place within 24 hours after the request of the employee/s or their representative. 23.9 15.9 Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 15.10 The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices.

GRIEVANCE AND DISPUTE AVOIDANCE PROCEDURES. 23.1 This 13.1 It is the intent of this procedure aims to avoid encourage communication at all stages of the process to find a satisfactory solution to any dispute. 13.2 Any grievance, industrial disputes dispute or matter likely to create a dispute shall be dealt with in the agencies covered by this Enterprise Agreementfollowing manner: 13.2.1 The employee representative and the employer shall notify each other in writing the names of their duly accredited representatives and deputies who would be responsible for matters arising on the job. Where a dispute occurs, it provides a means The employee representatives will be entitled to make representations on behalf of settlement based on employees and the employer representatives will be responsible for dealing with matters raised. 13.2.2 The accredited representatives shall make themselves available for consultation, co-operation and discussion . 13.2.3 The employee or employee representative should discuss any matter affecting an employee with the aim supervisor in charge of the avoidance of interruption to work performancesection or sections in which the grievance, dispute or likely dispute exists. Consultation must occur within 24 hours or as agreed between the parties. 23.2 Except 13.2.4 If the matter is not resolved at this level either party may refer the matter to an appropriate manager who shall arrange a conference to discuss the issue. 13.2.5 If the matter remains unresolved, the employee or employee representative shall advise the appropriate Union official and a conference will be arranged with the relevant manager to discuss the matter. 13.2.6 If the grievance, dispute or likely dispute is not resolved either party may refer the matter to the SBC. At this stage, XXXXX may invite representatives of the Chief Executive Department of the Premier and Cabinet (or other representative of the defined employer as provided in Regulation 4 of the FW Act as applicable). 13.2.7 If the matter remains unresolved in accordance with these procedures either party may refer the matter to the Commission for conciliation. 13.2.8 At any stage in the procedure after consultation between the parties has taken place either party may request, and be entitled to receive, a response to its representations within a reasonable time as may be agreed upon between the parties. 13.2.9 Without prejudice to either party, and except where a bona fide health and safety issue is involved, during any dispute the work should continue on a status quo existing immediately prior basis while matters in dispute are being dealt with in accordance with these procedures. “On a status quo basis” shall mean the work situation in place at the time the matter was first raised in accordance with these provisions. 13.2.10 If there is undue delay on the part of any party in responding to the matter giving rise to creating a grievance, dispute or likely dispute the dispute will remain. Work will continue as it was prior to party complaining of the delay may take the matter giving rise to dispute. 23.3 No party will be prejudiced as to final settlement by the continuance of work in accordance with this clause. 23.4 All parties have a right to seek representation in order to resolve any dispute. 23.5 Any grievance or dispute will be handled as follows: 22.5.1 Stage 1 Discussions between the employee/s and supervisor. 22.5.2 Stage 2 Discussions involving the employee/s and/or nominated representatives or delegates with the relevant agency management representative or nominated delegate. 22.5.3 Stage 3 Discussions involving employees and/or nominated representatives or delegates and the relevant agency management representative or nominated delegate. At this stage, discussions may include representatives of the CE, DPC. 23.6 A dispute will not be referred to the next stage until a genuine attempt to resolve the matter has been made at the appropriate level. 23.7 There will be a commitment by the parties to achieve adherence to this procedure including the earliest possible advice by one party to the other of any issue or problem which may give rise to a grievance or dispute. Throughout all stages another level of the procedure all relevant facts will be clearly identified and recordedif the party believes it is desirable to do so. 23.8 Sensible time limits 13.2.11 These procedures will be allowed for not restrict the completion of the various stages of the discussions. Discussions outlined in employer or employee representatives making representations to each of the first two stages above should, if possible, take place within 24 hours after the request of the employee/s or their representativeother. 23.9 Emphasis should be placed on a negotiated settlement. However, if the process breaks down, or is exhausted without the dispute being resolved, any party may refer the matter to the Industrial Relations Commission of South Australia, where appropriate. In order to allow for peaceful resolution of grievances the parties will be committed to avoid industrial disputation while the procedures of negotiation and conciliation are being followed. 23.10 The parties will ensure that all practices applied during the operation of the procedure are in accordance with safe working practices.